3 Mistakes Cannabis Startups Make With LGBT Community
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The cannabis industry is growing RAPIDLY in the US and worldwide! The billion dollar projections for this industry are only going to increase as the acceptance of cannabis use grows. So many people are trying to get into this booming industry now that it’s “legal.” (I’ll get into the history of cannabis prohibition in another blog post!) But, as we know, a lot of these cannabis startups lack the diversity to know they are making CRUCIAL mistakes at an organizational level when it comes to recognizing, respecting, and supporting the LGBTQ+ community. Catching these mistakes in the early stages will not just save you money, but it will make a world of a difference to your queer employees and consumers.
What do I know? Well, aside from my lived experience as a queer nonbinary stoner and medical patient, I’ve worked all across this industry. I was the third hire at a vertically integrated medical marijuana startup in MA where I was an Operations Planner. Before that I worked my way through the retail side of the industry for companies well established in CO. In those spaces, and from my peer’s anecdotal experience, I’ve identified some CRUCIAL mistakes organizations make in the startup phase when it comes to the LGBTQ+ community. I know firsthand that these mistakes have a huge impact on LGBTQ+ employees, and the issues can persist years down the line after a company’s creation. These mistakes create anywhere from uncomfortable to hostile environments for queer employees to navigate, inevitably leading to less job satisfaction and higher turnover.
Hiring a diverse team STARTS at the top levels!
Tip #1: Don’t just make “an effort” to hire a diverse executive team, make it a requirement!
We know that there’s an equity problem in our industry when it comes to diversity. That’s why it’s absolutely necessary to hire a diverse executive team! Your executive board should reflect the patients and consumers that have always participated in the Traditional Market… that means people of color and the LGBTQ+ community in particular! Expand your search by reaching out and recruiting people with diverse life experiences. Those who have faced adversity have incredible GRIT and this team is one that’s best set in place at THE BEGINNING of your operational startup.
Need help finding qualified diverse employees? Get in touch with me. I’d love to help you find qualified LGBTQ+ candidates for your company!
Your language MATTERS when you are writing operational materials!
Tip #2: Acknowledge and address the LGBTQ+ community through your company documents and job postings.
Example 1: In addition to including the legally obligated nondiscrimination clauses in your job description and company handbook, draft and enact language that actively supports, encourages, and asserts allyship to the LGBTQ+ community. (Then stick to those commitments when they become relevant!) In job postings, folks in the LGBTQ+ community notice when companies specifically reach out to applicants of diverse sexualities and people of all gender identities.
Example 2: Write your patient handbook, company handbook, SOPs and other company documents with gender neutral language. “He or she” in text is wordy and very 1990s — early 2000s anyway.
Design your bathroom and changing room setup with more than two genders in mind.
Tip #3: If you are still in the physical construction phase, and… I cannot emphasize this enough… !! Include gender neutral bathrooms and changing rooms in your design plans!!
Your LGBTQ+ customers DEFINITELY notice if there’s a gender neutral restroom available. (And so do your LGBTQ+ retail employees.) You legally have an ADA accessible bathroom in these spaces… so just make it a gender neutral one as well! While you are at it, make all your single room bathrooms for everyone to use. Some will call this a “family” bathroom, but I will pushback with “gender neutral bathroom” because it’s more universal. (We all know there aren’t parents bringing anyone under the legal consumption age in there!) If it is as simple as changing signage from “family restroom” to “gender neutral restroom,” that’s an easy way to show the LGBTQ+ community that you see them.
IMPORTANTLY! Make sure you are providing these gender neutral options in ALL settings for your employees (even where customers aren’t watching.)
I’m talking specifically about manufacturing and growing facilities that have spaces designated for changing. You know if you are trying to have an air-tight IPM (integrated pest management) system in your grow… you probably have (gendered) changing rooms with showers available.
Employees who don’t fall on the binary of men’s changing room or women’s changing room need a comfortable space to get ready for their workday, or use the restroom. Especially in spaces where people get undressed! For many, those spaces cause intense anxiety and fear… not how you want anyone on your grow team feeling right before working with the plants.
*Some transgender, gender nonconforming, or nonbinary employees might be fine with using a gendered changing space, but that doesn’t make it true for all trans, GNC and enby people
As all good growers know: the plants will respond to the energy you bring into the grow room. By providing employees with a comfortable space to change and start their shift, you are actually increasing the yield of your plants!
Creating equity in the cannabis industry starts at the VERY BEGINNING of a cannabis start up.
Diversity and equity are not just items on a checklist for state licensing… and they cannot be addressed as such. Making them a priority at your organization requires a diverse team taking wholistic approach when looking at all operations.
The main message here is, you can and should be looking for every chance to welcome diverse consumers and employees into the cannabis space. Often that requires finding and listening to a person from community you are trying to include (and then take action based on their expertise!) When it comes to the LGBTQ+ community, we are looking to be seen and supported in our identities with the same energy provided to our heterosexual and cisgendered counterparts. It WILL improve productivity, retention, and sales, and you will be taking REAL steps toward genuine allyship to the LGBTQ+ community.
Need a hand taking these tips and putting them into action…?
Let’s face it, the cannabiz has a significant gap to fill when it comes to diversity and equity. You need help attracting LGBTQ+ employees and consumers alike, but don’t know where to start… that’s where I come in.
Hire me! In my consulting I focus on diversity and inclusion for the LGBTQ+ community in the cannabis industry. I provide LGBTQ+ diversity trainings focusing on recruitment and retention of LGBTQ+ employees. I also create diverse marketing campaigns featuring your products targeted at LGBTQ+ consumers.
Get in touch with me at bex@whichcraftweed.com to get your organization on the right track.
